About Us / Bios

Pamela E. Cavanaugh

Pam consults with executives on aligning human resource strategies and systems with business vision and strategies. She works with organizations to enhance individual, team and organizational effectiveness. An experienced manager of consulting projects which support large scale change across organizations, she has led organizational change initiatives in the communications, energy, financial services, retail, health care, food service and manufacturing industries.

Recent Engagements

• Designed and managed a redeployment process to retain technical talents at a leading micro-conductor company.

• Managed a two-year pilot and global roll out of a mobility system at a worldwide bank to bolster organizational capability objectives

• Consulted with the senior management of a major oil company on organizational renewal.

• Facilitated and coached transition team members at two fortune 500 computer companies during a year long merger.

• Coached leadership team members of a manufacturing company to enhance personal effectiveness and organizational capacity.

Clients

ADP, American General, AT&T, Aventis Pasteur, Bell Laboratories, Burger King Corporation, Chase Manhattan Bank, CIBIS, Citibank, Dean Witter Trust Company, Dime Savings Bank, Engelhard Corporation, Educational Testing Service, Exxon, Federal Aviation Administration, J.C. Penney, Lipton, McGettigan Partners, Mobil Oil Corporation, Nabisco, New York Power Authority, PrimeCo Personal Communications, Public Service Gas & Electric, Staten Island Hospital, Swiss Bank Corporation, The Shaw Group.

Prior Experience

Prior to co-founding Cavanaugh Leahy & Company, Pam served for five years as General Manager of a national consulting firm specializing in organizational change, executive development and career transition. Earlier positions include: SVP of Operations for a consulting firm, which offered executive coaching and workplace programs; Director of TWA’s Special Health Services, Administrative Director, Smithers Alcoholism Treatment & Training Center where she developed consultation services for the NY Mets, and Administrative Management positions in two New York City teaching hospitals .

Education

She has a B.A. in Communications and Psychology from Mercy College; studied Search Conferences and Participative Design at New Mexico State University; attended Rutgers School of Alcohol Studies and a year long Executive Excellence Program at the Center for Management Design; in addition to attending many graduate-level programs, seminars and workshops. Pam is a Board Member, The Center for Human Resource Management Studies, Fairleigh Dickinson University. She served as a Special Consultant to the Occupational Branch of the NIAAA.

Consulting Philosophy

The consultant’s challenge: To help the individual or organization to see a future far beyond what they previously thought possible. Service to the client is then measured by tangible results, by realizing that future.

Beth Randall Branigan

Beth is a highly effective organizational development consultant with over 20 years of diversified human resources experience in the private and not-for-profit sectors. She has a solid reputation for her work in Management Development, Executive Coaching, Managing Transition and Team Building. Beth is known as a strong group facilitator and coach with exceptional communications, creative problem-solving and interpersonal skills.

Clients

Ms. Branigan has worked with a wide range of clients including Citigroup, Chase Manhattan Bank, MetLife and Prudential. She has designed and facilitated Change Management, Career Management, Team Building and Supervisory Training Workshops with participants from a variety of companies including Organon, Nabisco, Exxon, Marvel Comics and Novartis, and has trained, coached and certified trainers in the delivery of these workshops. Beth utilizes tools such as the Myers Briggs Personality Type Indicator and the Job Person Environment Assessment when working with professionals at all levels in both individual and group settings. She recently published a trainer’s guide and simulation program on Process Improvement.

Prior Experience

Prior to working with Cavanaugh Leahy & Company, Beth has worked for Citibank, N.A. serving as the Division Senior Human Resources Officer for Corporate Staff Groups, and for the Anti-Defamation League as their New York State Director and New York City Education Director.

Education

Beth holds a B.A. in Psychology from Oberlin College, and an Ed. M. in Applied Human Development and Counseling from Teachers College of Columbia University. She was elected to the Board of Education of South Orange and Maplewood and served a three-year team. Beth is also active in school and community organizations.

Bonnie J. Brown

Bonnie is a senior consultant who specializes in providing human resources, organization effectiveness, and career management consulting. Typical projects include:

• HR processes/practices audits
• Employee Relations issue resolution
• Strategic Planning and meeting facilitation
• Employee surveys, focus groups and retention strategies
• Staffing, talent assessment and succession planning projects
• Myers-Briggs Type Indicator (MBTI) team/organization analyses
• Employee involvement, team building and process improvement initiatives
• Executive coaching, career management and leadership training programs

Bonnie has served as an internal consultant to the leaders of three corporate environments, directing the HR function in its transition to a value-added business partner. Her competencies in organization development and change management, coupled with many years of experience as an HR generalist, enable her to be an excellent contributor in human resources, organization effectiveness, and career management consulting.

Prior to joining Cavanaugh Leahy & Company, Bonnie established her own successful consulting practice. In addition, she was Director of Human Resources for ABB at their North American headquarters in Connecticut. In this capacity, she provided the full range of human resources services including identifying, coaching and developing top executives, introducing new base pay and incentive compensation plans, and integrating the HR policies and practices of several international merged and/or acquired companies.

As Director of Human Resources for PSE&G (Public Service Electric and Gas) in New Jersey, Bonnie created an infrastructure for client-focused human resources service delivery, trained HR representatives in organization development and team dynamics tools, developed a company-wide diversity and quality initiative, and designed career development, 360 feedback and competency-based systems. She also led a successful redeployment project for 500+ employees, including creation of an internal career transition center.

While working for GE for eleven years, Bonnie served as senior HR manager in five businesses. Her contributions included introducing employee involvement programs (including Work-Out), resolving organization and staffing issues for emerging high technology business ventures, coordinating new business start-ups and closings, designing and conducting innovative career development, performance management and retention initiatives for managers and employees, implementing new workforce practices and compensation systems for merged companies, and working with senior executives in developing and aligning business strategies.

Bonnie received an MBA in Organization Behavior from the University of Michigan and a BA in Sociology and Psychology from the University of Oklahoma. She is certified in MBTI assessment technology and is a member of the American Society for Training and Development (ASTD), Association for Psychological Type, Organization Development Network, and Society for Human Resources Management organizations. She has been a multi-term member of both the ASTD Board of Directors and the Peace College HR Advisory Board, and served on the Economic Development Commission for the Town of Cary, North Carolina.

H. Scotti Smith

Scotti is a management coach and business consultant with over fifteen years of experience working with both large and small companies. She has enabled executives in virtually all industries to increase their self-awareness and leadership competencies, and helped their organizations to improve employee productivity and morale. Scotti’s consulting approach is practical, experienced-based and results-driven. She utilizes “real world,” client situations to clarify and facilitate the organizational learning, team building and employee development required to achieve performance objectives. She helps clients analyze problems as opportunities, forge and/or strengthen critical working relationships and implement solution-oriented action plans to ensure lasting success. Her particular strengths include the assessment and diagnosis of behavior patterns and belief systems that impact communications and interpersonal effectiveness, both at the individual and the systemic level. She utilizes powerful situational management, cognitive reframing, information processing, and strategic alignment techniques to maximize the performance adaptability and collaborative synergy of her clients. As a result of her customized interventions, both individuals and groups experience motivational “breakthroughs” and rewarding business relationships that significantly improve their ability to work effectively with others.

Prior Experience

Prior to joining Cavanaugh Leahy & Company, Scotti was involved in marketing, selling, and delivering consulting services and development programs to Fortune 500 corporations. In addition to designing and presenting management and interpersonal effectiveness training programs across the country, Scotti led seminars on developing and managing small business and professional services firms. Highly sought after as a workshop leader and conference speaker, Scotti engages and motivates audiences with her extraordinary platform skills and dynamic presentation style.

Education

A graduate of Virginia Polytechnical Institute and Longwood College, Scotti is a nationally acclaimed master Trainer in Neuro Linguistic Programming (NLP). She is the co-author of Planning and Managing Quality Interventions.

Jennifer Guy

Jennifer Guy is a Management Consultant and Executive Coach living and working in Princeton, NJ. She has been a consultant since 1992 and had her own firm since 1996. Prior to that, she was in magazine publishing, first in advertising sales for New Jersey Monthly and eventually as associate publisher for the now short-lived, Goodlife Magazine.

Guy works internationally, having consulted with clients in Canada and England. She has a varied client list and work product which ranges from private one-on-one executive coaching to full change efforts of entire divisions to process redesign in manufacturing facilities. She does process improvement, departmental or divisional redesign including culture change, project management training and executive development. She has invented a project design and management protocol and an entire program to develop project managers as leaders in an organization while fulfilling a real business need.

Recent Engagements & Approach

Executive Coaching and Management Development

• Develop rigorous plans to ensure clients produce their individual goals. Coach them on dealing with breakdowns that might jeopardize those goals and in working effectively with their staff and peers.

• Lead a set of workshops designed to provide groups with tools on various topics. Each workshop deals with group dynamics and leadership skills as they pertain to the specific subject.

Change Management

• Using the context of the management goals for the culture of the organization, I diagnose key issues, distinguish the cultural elements that are hindering the goals, aid the organization is designing a strategic intent around which to align their actions aimed at producing their goals and implement the change necessary to fulfill that strategic intent.

Project Design and Management

• Work with clients to invent powerful visions, specific and measurable conditions to be satisfied, clear milestones, values and operating principles with clients. Distinguish elements of the strategic architecture to be altered or processes to be designed and implemented to bridge the gaps to success.

• Facilitate interventions in projects that are behind schedule

• Teach out-of-the-box thinking and problem-solving

Organizational Redesign and Process Re-engineering

• Using the strategic goals of an organization, redesign the management structure to support those goals

• Similarly, process re-engineering to support strategic goals and culture change goals

Education

With undergraduate and masters degrees from Ohio State University and the University of Phoenix, in addition to myriad courses and programs over the years, she uses all of her experience and education to provide tools for organizations to weather change by embracing it.

She lives in Princeton with her husband, a computer professional, and spends her free time in her home workshop or performing as a cellist when the opportunity arises.

Sandra L. Bowers

Sandra L. Bowers brings 20 years of consulting, business management and corporate experience to her repertory of skills and expertise in individual and organizational development. As an independent consultant since June 1998, Sandy has provided programs and consulting for major global corporations, small entrepreneurial organizations, government agencies and non-profits. On an organizational level these have included full-scale organizational change initiatives, strategic planning efforts, vision and mission development, and team building. On an individual level, Sandy has provided executive coaching, assessment and career development counseling to senior executives and high potentials within these organizations.

Prior Experience

Formerly a Vice President at Citibank, Sandy spent 14 years involved with programs and processes designed to increase individual and organizational effectiveness. These included managing an internal career transition center, serving as an internal consultant and coach to senior executives taking on new management roles, and being in the forefront of a leadership staffing and development initiative designed to identify and develop Citibank’s future leaders.
In these roles, Sandy

• Provided one-on-one coaching and counseling for individual development, management effectiveness, career transition, performance improvement

• Conducted New Manager Assimilation Programs (“Jump Starts”) for senior executives and their new teams

• Facilitated programs for strategy development, communication enhancement, organizational change and team building

• Trained and coached line managers in the use of an organization-wide performance and potential assessment system

• Identified and assessed internal and external candidates for key leadership positions across Citibank’s global organization

• Developed a Career Development Guide for managers and individuals

Before joining Citibank in 1984, Sandy had her own consulting, coaching and career development practice, providing one-on-one career counseling to individuals and conducting group career and life planning workshops within major organizations.

Education

She holds an MA in Organization Development from the New School University Milano School of Management, where she also received her graduating class’s top honor, the Lubin Award. She is currently an adjunct faculty member at the Milano School where she teaches “Group Process, Facilitation and Intervention.”

William R. Stanley

Professional Summary

With a professional background that includes more than thirty years in the field of human resources, Bill’s special areas of competence encompass coaching executives to enhance performance and reposition careers, outplacement consulting, and presentations to concerned audiences regarding what he describes as the “New Third Third of Life”. A consistent focus throughout his work is his understanding of and sensitivity to a changing world economy that has produced “short careers” inside of long lives. During the past eighteen years a major portion of Bill’s consulting endeavors has been the coaching of senior executives transitioning into new positions or careers, and assisting them to manage productivity and relationship issues within their current assignments.

Business Experience

Prior to establishing his own consulting firm in 1995, Bill worked in New York City for thirteen years, first with J.J. Gallagher Associates and then with King Chapman Broussard & Gallagher. Both firms provided a range of services, including executive coaching and outplacement. Previously he spent twenty years with Connecticut General Life Insurance Company, managing their corporate training, employment, and development functions. Bill successfully built and ran Connecticut General’s first outplacement function, and initiated and managed the company’s succession planning process. Additionally he led a corporate development group that focused on job performance and development issues, reassignment and termination of managerial and executive staff. Bill was also responsible for implementing the company’s first Employee Assistance Program, and had an instrumental role in introducing organizational interventions within Connecticut General.

During the interim between his work at Connecticut General and consulting in New York, Bill served as a member of the Board of Directors and Vice President of Human Resources for Garden Way, Inc., of Burlington, Vermont, one of the nation’s largest privately-held direct-mail marketing companies. He was a founding member of the Direct Mail Marketing Association Salary Committee, which developed and published the industry’s first-ever comprehensive salary survey. He has taught part-time at The New School for Social Research, and is a member of the International Association of Career Management Professionals, as well as a Fellow of the Outplacement Institute. Bill has also been a director on the New York Regional Board of Medic Alert.

Education

Bill has a B.A. in sociology from Princeton University and an M.A. in economics from Trinity College. In 1991 he was awarded an M.A. in counseling, and human resource management from the University of Bridgeport, where he performed extensive research on life/career transitions facing executives and professionals aged fifty years and older. Bill has done additional graduate work in organizational development at the University of Hartford, and has also participated in NTL training labs. He has been a featured speaker at major reunions at Princeton and Yale, discussing what he has defined as the “New Third Third of Life”. In the mid ‘90s Bill assembled a faculty of distinguished panelists to offer career transition seminars for graduates of Princeton, Yale, and Harvard, age fifty and over, at the Princeton Club of New York. He continues to speak on this subject to professional groups, as well as to employee retirement planning groups.

Personal

Bill is married, with two adult children. Having grown up in what once was rural Connecticut, he continues to pursue a lifelong interest in gardening. He enjoys reading about airships, a nostalgic pastime that reminds Bill of his three years of service in the late 1950s with the U.S. Navy’s last Airship Squadron.

Richard E. McCollum

Dick consults with senior executives and their teams as a personal coach facilitating effectiveness and excellence both for the individual and the organization. He has over 25 years experience helping individuals focus and utilize their excellence on behalf of the business, team and their personal growth.

Recent Engagements

 Worked with the CEO of a division of a large technological organization and with the CEO’s team to enhance the working of the organization, the effectiveness of the team and enhancing the career consciousness toward their own unique effectiveness.

 Am currently working with approximately 30 senior executives in 5 major organizations helping them design a pathway to more effective leadership and management.

 Recently completed a project with senior executives helping them to design a role for continued growth and meaning following early retirement (early 50’s) which transcends simply repeating what they have already done in another location.

Clients

AT&T, Lucent Technologies, Chubb Corporation, Warner Lambert, Carter Wallace, CitiCorp, GE, Reader’s Digest, Dime Savings Bank, Nabisco, PSE&G.

Prior Experience

A founding member of the Association of Outplacement Consulting Firms, a Fellow Practitioner in the International Association of Career Management Professionals, a certified practitioner in NeuroLinguistic Programming, a Certified Ontological Coach and a Certified Clinical Hypnotherapist – a background of technology which has resulted in an impressive record of consulting and advocacy for senior executives and professionals engaged in career transition, organizational and management development issues. He has spent the last 25 years in the arena of career development and executive consulting. He began in the fledgling outplacement industry in the mid-70’s with Jim Gallagher, one of the earliest developers of the industry. Together they formed the organization of J.J. Gallagher Associates, a regional firm with an international reputation, where he became Chief Operating Officer. His responsibilities included both direction and participation in the firm’s executive consulting work. He served as a consultant and personal coach to senior executives in financial services, manufacturing, advertising and legal services. Under his direction, the firm developed a standard of counselor training for human resource consulting firms which has led the industry.

Education

He holds a B.A. from Texas Tech University and an M.Div. from Colgate Rochester. He is a clinically trained counselor.

Consulting Philosophy

Facilitating the effectiveness of individuals and their organizations. An advocate for each individual ‘s unique leadership skills.

Anita E. August

Anita is a human resources professional whose generalist experience includes over twenty years working within leading corporations, where she honed her abilities to analyze problems, relate well with people at all levels throughout the corporation, and apply sound principles of human behavior and organizational dynamics to companies’ vital work. The results produced significant improvements in efficiency, interpersonal relations, team building and labor relations.

Experience

Anita began working as an independent consultant in 1991, helping companies plan for the structure of their human resources and identify and strengthen their HR planning process. She designs and helps her clients implement programs that strengthen their optimal alignment with corporate goals. Anita also analyzes training and development needs, and creates or revitalizes essential programs including management skills, performance appraisal, and sexual harassment prevention. Each program and intervention is tailored to assure that the work enhances the client company’s productivity while supporting the corporate mission and business objectives.

Clients

Metropolitan Life Insurance Company, Subaru of America, McCain Foods USA, Vlasic Foods Inc., Campbell Soup Company, Mobil Oil Corporation, Mercy College, Gambro HealthCare, Educational Testing Service, CIGNA

Education

Anita earned a B.A. in English from Madonna University in Michigan and has done graduate work at the University of Michigan. She has hands-on experience with some of the best executive development programs, in addition to being certified to facilitate many programs.

Martin J. Leahy, Ph.D.

Executive, consultant, researcher, and writer with 20+ years experience consulting to groups and organizations on human and organizational transformation. In recent years he has focused on leadership development, team building and strategic planning. His consulting approach emphasizes dialogue where he helps individuals and groups reflect critically on the ways they think, communicate, relate to, and work together. His work is built on the belief that personal, leadership, and organizational effectiveness has much more to do with who people are than what they know or how they act. There is, for Marty, a direct connection between a group’s capacity to flourish and its leader’s level of development, especially awareness of how he or she interacts with others. Areas of competence include: Leadership Development, Individual and Team Coaching, Organizational Diagnosis & Design, Teambuilding, meeting Design & Facilitation, Senior Executive Team Development, Participatory Strategic Planning and Dialogue.

Experience

Marty has been a consultant to organizations for his entire career. Earlier, he worked for 15 years with two national consulting firms. In both firms, he was national Practice Head, with accountabilities for P&L and product and staff development for start-up practices that became the largest and most profitable units in the firm, all while serving clients as a working consultant. He served on the Executive Committees of both firms.

Clients

Aventis Pasteur, Arizona Public Service, AT&T, Bethlehem Steel Corporation, Burger King Corporation, CAE-Link Chase Manhattan Bank, Colgate, Dime Savings Bank, Engelhard Corporation, Exxon, FMC Corporation, IBM, ITT Hartford, Hercules, Johns Hopkins Hospital, Holiday Inns Worldwide, Houston Light & Power, iVillage, Lafarge Corporation, Lockheed Martin, Marine Midland Bank, Mobil Oil Corporation, Philadelphia Savings Fund Society, Phoenix Newspapers, PrimeCo, The Shaw Group, Shearson Lehmann, Takeda America Research & Development Corporation, TIMET, Union Memorial Hospital, USX, Verizon Wireless, Via Christi Health System, US Department of Energy, US Health Service.

Education

He has a B.A., Philosophy, from the University of New Orleans, an M.A. in Human Development, and a Ph.D. in Human and Organizational Development from The Fielding Graduate Institute. His research, writing and practice interests are in the area of dialogue – helping persons and groups to make time and create space to struggle together with questions of abiding concern.

Dee Kramer

DeeDee Kramer has more than 20 years of line, staff and management consulting experience to bring to her work with individuals and organizations. She brings a creative approach to consulting, along with extensive experience in the areas of leadership development and organizational change.

Ms. Kramer’s work combines a rigorous commitment to clients with her acknowledged expertise in leadership development, organizational change and career development. She partners with clients to assess critical areas on which they can focus on the people side of the change process and leverage their energies and resources to achieve their objectives. These projects, covering a broad range of multinational organizations, require her expertise in executive coaching, team development, change management and career development.

Recent Engagements

Ms. Kramer has recently designed and implemented a change management program for one of the largest employers in New Jersey. Her work in the areas of leadership development and change management span many industries including broadcasting, telecommunications, health care, publishing, utilities, and financial services.

Clients

A partial list of her clients includes A&E Television Networks, Public Service Electric & Gas, Coach, Morgan Stanley, TIAA-CREF, Citibank, BlackRock and Metro-North Railroad.

Prior Experience

Beginning her career with the Chubb Group of Insurance Companies, Ms. Kramer designed, developed and implemented training programs for management and technical staffs as an internal training consultant. As Director of Human Resources Development at American Broadcasting Companies, Inc., she managed the performance management and succession planning functions. There she led a team that installed a corporate-wide performance management system. Most recently, she served as a Consultant and General Manager for two national management consulting firms, both specializing in change management and leadership development. During her twelve years with these organizations, she worked with both executives and teams to help them increase their performance effectiveness. Her work ranges from coaching executives to facilitating team interventions. In addition, Ms. Kramer has been credited with the design and development of several change-related programs.

Education

Ms. Kramer has done graduate work in Organizational Psychology at Columbia University. She has served as adjunct professor at the Graduate School of Management and Urban Professions at the New School of Social Research in New York City. She has also served on many panels and has made presentations to both academic institutions and to human resources professional organizations in the areas of Change Management and Career Development.